We all know that a strong team is very important. It doesn’t matter how good your processes and methodologies are, if you have a dysfunctional team you won’t succeed. In an ideal world we get to construct our team from scratch, with people we trust, using a balance of personalities with different skills.
But what about when we can’t choose our team? Perhaps we are stepping in to manage a program that is already in full flow, or we just work in an organization where we have to accept what we’ve been given. What do we do then? Assuming it’s not possible to down tools and stop the program until you get your way, here are some tips to make the most out of a new team you’ve been given:
These tips are useful if you’re joining a new team. But what if you’ve been running the team for a while before you realise that it’s dysfunctional. In this instance it’s probably too late to use the steps mentioned above. Here, I think it’s a good idea to admit you’ve failed by not spotting the problem early enough, and admit that you need some outside help.
One way to do this is to bring in a facilitator. Consider getting in an external facilitator who is experienced in bringing teams together. The instant the facilitator walks into the room, something changes. The simple presence of a new person in the room changes the dynamic. Individual team members won’t want to be seen as the person responsible for the problem.
In this moment comes opportunity. The facilitator can help you get the issues into the open and start on the road towards getting the team back on track.
Theories of Motivation
Maslow’s Hierarchy of Needs
Self-Efficacy Theory of Motivation
Reinforcement Theory of Motivation
Locke’s Goal Setting Theory
ERG Theory of Motivation
Need Theory of Motivation (McClelland)